A we-conomy that reaches 10 years has solved problems that most collectives never face: membership turnover, the aging of founding members, the integration of children born into the collective, and the evolution of the original vision. Planning for these transitions from the beginning — not when they arrive — is what separates collectives that last from those that don't.
Key questions & considerations
- 1.Rotating governance (no one leads forever)
- 2.Formal member onboarding and exit process (Role 23)
- 3.Skills cross-training (Role 15) so no one is irreplaceable
- 4.Written institutional memory — decisions, rationale, history
- 5.Deliberate culture stewardship (Role 24) — the collective's identity must be actively maintained, not assumed
- 6.Planning for the second generation — children growing up in a we-conomy are a resource and a responsibility